John Adair’s Action Centred Leadership Model and Framework

In the 1960s, John Adair proposed a model, Action Centred Leadership. This model gave a new spark as guidance to the leadership and management of an organization. At times, this leadership is also called “The three Circles Model.” Three circles refer to the basics of John Adaire leadership style. These three elements are Task, team, and individual.

Expanding this, we can conclude that the first one is about achieving tasks. Then the leader has to organize the group which is to be as a team. Lastly, about individuals- in which this leadership is used to manage them who will be in the organization.

Also, it is easy to execute and remember which makes it a priority for others. This leadership style is right while seeking information, setting goals, and defining tasks.

The initiation of this style is by allocating tasks, briefing them, and setting standards. Then maintaining it and ensuring progress is about control and management. This level is the starting point of decision-making.

Now, comes the individuals’ management, boosting morale, and encouraging their contributions and work. Further, evaluation continues, the work is checked and clarified (if needed). Lastly, check the appropriateness of ideas, and how did they perform. Also, encourage them to self-evaluate themselves.

How does Action Centred Leadership Work?

One has to know how this style works. Although we have got an idea of this leadership, it is crucial to understand how to apply it. Here, it is mentioned that for being a good leader or manager, one has these abilities and commands. The leader should know how to use these aspects.

Also, the plus point of this style is its application. Anyone willing to use this leadership style can work irrespective of the position. Be it the manager or leader, or even the worker. So it will be beneficial if you will have a brief look at this leadership style.

The framework of this Action Centred Leadership Style

framework of this Action Centred Leadership Style

1. Achieving tasks 

This is the initial step to progress this leadership style.

The first thing you need to do is to identify the vision and identify targets and aims for the group. Provide them with the tools and resources required to complete their work. Be it communication, financials, or IT tools.

Now, formulate a plan for them to achieve their target. Merely giving the Task isn’t the responsibility of a leader. A leader should also help them create a strategy and timescale to manage the work. While you expect something, be there to help the one you’re expecting from. Further, establish responsibilities by agreement. Provide objectives and measures to them.

Setting time and deadlines is also essential. Try to create a disciplined environment around your company. Set standards and reporting parameters. Let them know what quality of stuff you are expecting from them, and at what time. Also, try to control the activities which go against the parameters. Maintain this and keep track of it.

Help them to maintain their work according to the plan. If they are unable to do so, help out. Provide resources or tackle them personally. While completing the Task, observe their progress and weaknesses. Help them overcome this if possible.

Lastly, review their work. Keen observation is essential, not only to improve the work but to improve the worker as a person. Everyone learns from their mistakes. Adjust their plans and methods. Appreciate them.

2. Managing the Group 

Managing the Group 

Now coming to the next principle- leading the group initiated by communicating standards of workers’ behavior and performance.

Establish culture and style for the integrity of your group. You need to have a flexible approach to your group. Communicate with them; it’s vital. Maintain discipline and ethics. Also, try to observe and monitor their focus on objectives. A leader needs to keep their people about how they focus and complete their work.

Also, if there comes a time when any conflict arises between the group members, resolve them. It’s your responsibility to stand beside them. Try to help them with their struggles. Also, remove their confusion if there are any. And tackle their issues of disagreements. Also, to balance the group, it is necessary to follow the change. The change should be constant.

Develop their team spirit and encourage them to work together and cooperate. Look for those members who lack maturity, help them. Encourage them to take risks. Observe their capabilities of working. If needed, increase the authority and their freedom as a group. To achieve the goals and aims, encourage them. Motivate and inspire them. Be the guide.

It is crucial to know each member of the group to provide them with their roles. Identify them and offer them the details. Communicate with them, monitor them, and teach them. If the training is needed, go ahead and provide it to them. Then, give feedback to the members. Let them know about their progress as a group.

3. Managing Individuals 

Managing Individuals

Understanding the group is essential, and so is to understand each individual. Observe them and their personality. Check their skills, needs, strengths, and weaknesses. Also, try to know what I’m in life. It will help you to understand what is their target and what can they do to achieve it.

As an individual, they need to be encouraged. Merely encouraging the group won’t be suitable for the integrity of the organization. Help them individually. Assist them with their plans and challenges.

If they are stuck with any problems, help them in their highs and lows. Agree with their opinions; appreciate them for their work and completion on time. Let them take responsibility and motivate them.

Their works and efforts being appreciated is the best thing for someone. So start giving recognition. Praise those individuals who were outstanding. Acknowledge their effort and hard work. While giving feedback, don’t forget to help them if they need to improve. Praise them.

Whenever it is appropriate to provide rewards, give it to them. Some individuals might be taking extra responsibility, reward them and appreciate them for taking risks.

Identify your member’s strengths and weaknesses. Develop their skills and abilities and train them as an individual. You can help them if they need any favor. Try to be a pacesetter for them instead of a commanding leader. Develop their freedom.

Functions for team Success 

It is mandatory to stabilize the necessities of those three frameworks of John Adair leadership style. The purpose should be known, and so is its function. Thus here we are providing you with the tasks which you need to follow for the success of your team.

Set clear objectives for them. Identify their work and evaluate it. Goals should be according to their skills; it will help them with accomplishing their targets. Plan their work. Provide strategies for completion.

Let them know what the tactics which should be applied to attain their aim are. Tell them to hold the positive side and keep on encouraging them. Your voice as a leader matters to them. Use it to help them.

Communicate with them. Group discussions are essential. Also, try to talk to each individual privately to know them better. Guide them and encourage them for teamwork. Test your plans and strategies. Control yourself before controlling others. Be a leader who is a guide. Don’t be a dictator. It will undoubtedly make others uncomfortable and unwanted. Be lenient and encouraging. It will make your employees build a good connection with you.

Evaluate their work. If they are progressing, acknowledge the same. If they are still making the same mistake, tell them to improve and help them to do better. There is no point to get angry and to command.

Train individually as per their skills, strengths, and weaknesses. Praise and support them as an individual and also in a group. Help them in organizing themselves and adjusting to the team. Be a leader who is for their people.

Use of John Adair Action Centred leadership Style

To prevail in the integrity and origins of John Adair work, one must refer to his concept and diagram. For general discipline, learning and teaching purposes, one can use this style. The fair use of these leadership styles are given below:

  1. It can be used by students in their assignments and essays for their management work.
  2. For reviewing and comparing with various ideas and theories of management education and training
  3. For the education of students in universities and colleges
  4. Reference to his philosophy and this leadership style in any management training courses

Now, let’s discuss the diagram. The three circles overlapping each other constitute those elements which we have already discussed — the aspects of managing individuals with overspread achieving tasks. The circle of performing tasks will overlap with the aspects of managing the groups. And further, all three of them overlapping each other.

ACL, the action centered leadership, given by John Adair, was a simple template to guide the individuals about the management and leadership of any company. Any group, company or organization can follow this style as it is easily adaptable. And can work in several circumstances to give productive work.

Final Thoughts about John Adair Action Centred Leadership Style

This Action Centred Leadership will help you grow your organization or company and the members who are serving them. Leadership is distinct from management.

Not every leader needs to be a great manager. But great leaders will also have better skills in management. So try to be a good leader. You will grow and develop your management skills. A leader who is there to serve the organization and their people will always grow as a person.

In this leadership style, John Adair made us aware even about the slightest requirement to be in a good leader. He has made us learn the function and basics of leadership. While reading this style, you must have concluded that the leader doesn’t have to be a bossy person- but a person with high ethics and observations.

Try to be some yet intelligent. Be an observant towards the group and every individual. Focus on how they work and what they need to improve. Observing everyone is required because if you don’t know how your employees are as a person, you would never know what they need to improve.

This concept will help each one of you to follow the right path of leadership and understand its functions and how they work.

Here, each management requires a separate effort. Be it the management of individual, management of the group, or achieving tasks. But the thing that is common between all of them is about taking responsibility for management. The managers and leaders have several demands on their time.

For any high performance, team, they can choose actions centered leadership style. It will help them to determine how much time is to be given for performing better. The best thing about this leadership style is that it can be applied at every level of the company. Be it the CEO through the program managers and project managers, and team leaders.

Now, on the concluding note, we hope you would have understood what Action Centered Leadership is.

How important do you consider this kind of leadership style for managing teams and offering leadership? Share your views with us in the comments.